Bob Gately's Page
Latest Activity
Hello Anja:
"could you elaborate a bit on the reason why employees are the most likely to change their behavior?"
Employees are more likely change their behaviors when told to do so since they know they can be fired. That said, the change may we...
Hi Bob,
could you elaborate a bit on the reason why employees are the most likely to change their behavior? Aren't supervisors and managers and most executives also "employees"? From your post I understand that there's sort of a ranking - with th...
If we want our employees to be engaged, we need the following.
1. Executives to do their jobs well.
2. Managers to do their jobs well.
3. Supervisors to do their jobs well.
4. Employees to do their jobs well.
Therefore, if we are serious about h...
Hello Ben:
I wrote "Executives who believe they can teach their employees to be leaders will have a much harder time creating effective leaders than executives who hire for leadership talent as well as competence."
"Sorry to disagree, but I have...
Hello George:
"... it became clear that leadership behaviors are as teachable as other types of behaviors."
We can always teach wannabe leaders and others how to behave--that is easy--but will they behave that way all of the time under all condi...
Hello Ana-Maria:
"... See what engagement brings NEW to the scientific AND business world."
There is nothing new except the terms we use.
"Why do we need engagement, when we have the constructs of satisfaction, commitment, involvment and motiva...
Employee engagement is what we get in return for hiring employees with talent for their jobs and then managing them effectively.
Hiring for talent is the easy part, managing them effectively is the hard part.
Hello Vandy:
"I recently wrote a critique on external benchmarking in employee surveys. My view is that its damaging and distracting."
It is distracting and it may or may not be damaging but why risk either?
Are employee surveys effective at id...
Hello Richard:
Our clients build an engaged workforce by first hiring for talent. Most hiring managers don't measure talent so they hire for competence and then complain that some new hires are less successful than they had expected.
If employee...
Hello Adam:
"The driver is that some employees, when various other things are equal..."
I agree, but there are so many other things that lead to engagement that the other things are rarely equal.
"It is not easy to provide real tangible, numerical...
Hello Adam:
"... one of the many drivers behind this movement is recruiting, retaining (etc) employees by being a more responsible company."
Do you hire for competence or competence plus talent?
If you hire for competence plus talent how do you...
Hello David:
I agree with you.
Employees can be...
1. satisfied or unsatisfied
2. successful or unsuccessful
3. engaged or unengaged
One of the two states in all three items above may apply to any employee except engaged and unsuccessful. There...
From what I have been reading about employee engagement I think the answer to your question may be Yes.
Employee engagement is not something employers or their employees do.
Employee engagement is something employers get in return for doing all ...
"... Using a standard bell shaped curve of the organisation ( and in line with normal distribution in an organisation) I suggest that 20% of employees will be somewhat engaged, 20% will be somewhat disengaged and the 60% in the middle will be neit...
Hello Terrence:
"employee engagement seems to be somewhat of a catchall term for simply getting more effort out of people."
I think you are correct and employee engagement is just the latest phrase used by managers to convince others that "we re...
Profile Information
- Website:
- http://tinyurl.com/ysv4ak
- Where are you located?
- Hopedale, MA
Comment Wall (2 comments)
- At 7:13am on March 17, 2009,
Terrence Seamon said…
- Bob,
Welcome to the Manager Tools group!
Terry
- At 3:24pm on March 16, 2009,
David Zinger said… - Bob:
Welcome to the employee engagement network. I am pleased you joined us. I appreciate how you have replied to two forums already and left a comment for another member. I said to myself, "here is a guy who gets engaged." Thank you for joining and participating.
David
About
Latest Activity
Maggie,
Please share with us the content of your leadership level training.
Best regards, Ben
Hi everyone who replied to my request for "cynical" employee insights. I designed a training package targeted at the leadership level of this organization. I presented yesterday as 'round #1' and session received excellent reviews. Thank you for h...
Hi, I am conducting a study as part of a PhD at City University in London looking at the links between leaders' beliefs and behaviours, and how these impact employee engagement and team climate.
The research involves managers and 3-5 direct repor...
A group to help people working in the UK find each other and to offer assistance to visitors coming over for work or just passing through
This is a group for people interested in research on employee engagement. You can offer the latest sources or discuss the results.
Hi
I am conducting a study as part of a PhD at City University in London looking at the links between leaders' beliefs and behaviours, and how these impact employee engagement and team climate.
The research involves managers and 3-5 direct repor...
Marty,
Thank you so much for posting this. I have not read it in detail but appreciate the depth and breadth and focus on the work.
David
Wanted to share this Ivey Business Journal article with network members.
http://www.iveybusinessjournal.com/article.asp?intArticle_id=867
Here is introduction from the website to the author and the content of the article.
Kenneth W. Thomas is a...
In the last few months, employee engagement has been derided by some as nothing more than the latest industry buzzword or HR bandwagon that everyone is rushing to jump on as the as the as the savior of employee loyalty and productivity from the re...
Understand the needs of your employees and make room to accommodate when you can, and be honest about why you can't.
Communicate; honestly, plainly and often.
Create opportunities for autonomy, Give your employees the "what" and let them come up with the "how".
Make time to discuss Expectations: Both, what you expect of your employees and what your employees expect of you.
Groups
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Manager Tools for Empl...
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Employee Engagement Wr...
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Research on EE
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Employee Recognition
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Engaging Books
72 members
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Social media in the wo...
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Engaging Quotations
54 members
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Canada
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UK
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Personal Engagement
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